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研究生:鄭羽伶
研究生(外文):YU-LING CHENG
論文名稱:中高齡員工年齡、未來時間觀、人力資源措施滿意度與持續工作動機間的關係—調節式中介模型的作用
論文名稱(外文):The relationship within middle-aged and aged workers of age, future time perspective, the satisfaction of human resource management practices for middle-aged and aged workers and motivation to continue working—An Effect of Moderated Mediation Model
指導教授:林文政林文政引用關係
學位類別:碩士
校院名稱:國立中央大學
系所名稱:人力資源管理研究所
學門:商業及管理學門
學類:其他商業及管理學類
論文出版年:2020
畢業學年度:108
語文別:中文
論文頁數:63
中文關鍵詞:社會情緒選擇理論資源保存理論中高齡年齡未來時間觀持續工作動機中高齡員工人力資源管理措施
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受到少子化與高齡化衝擊勞動市場,導致勞動力短缺一直都是各國所面臨的窘境,尋求替代策略成了各國積極探討的議題。本研究使用調節式中介模型探討中高齡員工年齡與他們持續工作動機關聯。根據社會情緒選擇理論和資源保存理論,本研究發現中高齡員工未來時間觀在員工年齡與持續工作動機間具有中介效果;而中高齡人力資源管理措施滿意度則具有調節未來時間觀及持續工作動機的關係,根據迴歸分析結果,第一,發現台灣樣本員工年齡越大,其持續工作的動機越強,與社會情緒選擇理論不一致,根據此結果,本研究也提出相關原因,例如法治、經濟、社會結構等。第二,中高齡人力資源措施滿意度具有調節未來時間觀及持續工作動機的關係;也就表示中高齡員工對於措施感到越滿意,會使未來時間觀及持續工作動機兩者關係愈強。希望本研究所研究出的結果以及提出的管理意涵和實務運用之建議結論,能協助企業在實施中高齡員工留任相關措施時,發揮最佳效益。
The labor market caused by the declining birthrate and aging has always been a dilemma faced by all countries. The search for alternative strategies has become an active topic for all countries. The study used moderated mediation model to examine the age of employees in association with their motivation to continue working. According to Socioemotional Selectivity Theory(SST) and Conservation of Resource Theory, the research shows that the mediated effect of future time perspective on age and motivation to continue working, while the relationship between future time perspective and motivation to continue working is moderated by the satisfaction of human resource management practices for middle-aged and aged workers and motivation to continue working. The regression analysis results showed that the older employee in Taiwan, the stronger their motivation for continuous work. This is not consistent with the SST. Based on this result, we also propose several possible reasons, such as the rule of law, economy, and social structure.
The results also showed that the satisfaction of human resource management practices for middle-aged and aged workers and motivation to continue working moderated the relationship between future time perspective and motivation to continue working such that this positive relationship was stronger when employees who has higher satisfaction with HR practices, the stronger the relationship between future time perspective and motivation to continue working. The results of the research and the proposed management implications and practices can help companies to retain the experiences of middle-aged and aged employees. Implications for practice and directions for future research are discussed.
一、緒論1
1-1 研究背景與動機 1
二、 文獻探討與假設建立 6
2-1 文獻探討6
2-2 假設建立15
三、 研究方法 19
3-1 研究架構19
3-2 研究變項之操作性定義說明與測量方法19
3-3 研究樣本及程序 22
四、研究結果 23
4-1 資料來源與樣本特性23
4-2 信度與效度分析 24
4-3 敘述性統計與相關分析 27
4-4 假設檢定28
五、結論與討論 35
5-1 研究結論與討論 35
5-2 研究貢獻38
5-3 管理意涵40
5-4 研究限制與未來研究建議 42
參考文獻 44
中文文獻 44
英文文獻 46
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﹝11﹞ 林佳諭,「適用中高齡員工的人力資源管理措施初探」,國立中央大學,碩士論文,民國一零六年。
﹝12﹞ 周俐君,「高齡員工持續工作動機之研究—探討知覺高齡相關人資方案的調節式中介作用」,國立中央大學,碩士論文,民國一零五年。
﹝13﹞ 吳孟津,「中高齡員工未來時間觀、認知未來機會與持續工作動機間的關係—調節式中介模型的檢驗」,國立中央大學,碩士論文,民國一零五年。
﹝14﹞ 馬一如,「中高齡員工未來時間觀與工作動機關聯性之研究— 跨層次探討適用中高齡人力資源管理措施調節效果」,國立中央大學,碩士論文,民國一零七年。
﹝15﹞ 陳侑廷,「員工未來時間觀與工作動機之關聯探討─以認知與年齡有關人力資源管理措施為調節變項」,國立中央大學,碩士論文,民國一零四年
﹝16﹞ 黃延慶,「知覺與年齡有關的人力資源管理,工作成長動機與中高齡員工持續工作動機關聯性之研究—調節式中介效果之檢驗」,國立中央大學,碩士論文,民國一零五年。
﹝17﹞ 林文政、周俐君、吳孟津和黃延慶:高齡員工相關人力資源管理方案量表之建立。民國一零五年,取自: http://ncuhrmhrindex.blogspot.tw/2016/07/armstrongstassen-2008-kooij2010-shrm.html”
﹝18﹞ 林文政、李秉懿和馬一如:中高齡員工人力資源管理措施量表建立之研究。民國一零七年五月,取自:https://aginghrpractices.blogspot.tw/2018/05/2018-3-65-14-7-1-65-2025-65-20-2021.html?m=1。
﹝19﹞ 林興盟:台灣邁入高齡社會,每7人有1老人突破14%。民國一百零七年四月十日,取自:https://www.cna.com.tw/news/firstnews/201804100237.aspx。
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1. 員工價值、員工滿意與員工績效之關聯模式之建立與分析
2. 員工未來時間觀與工作動機之關聯探討-以認知與年齡有關人力資源管理措施為調節變項
3. 高齡員工持續工作動機之研究— 探討知覺高齡相關人資方案的調節式中介作用
4. 中高齡員工未來時間觀、認知未來機會與持續工作動機間的關係—調節式中介模型的檢驗
5. 中高齡員工未來時間觀與工作動機關聯性之研究—跨層次探討適用中高齡人力資源管理措施調節效果
6. 知覺與年齡有關的人力資源管理、工作成長動機與中高齡員工持續工作動機關聯性之研究-調節式中介效果之檢驗
7. 適用中高齡員工的人力資源管理措施之初探
8. 員工未來時間觀與職涯滿意及持續工作動機的關係-以選擇、最適化及補償策略為調節變項
9. 高齡員工未來時間觀與持續工作動機的關係-以選擇最適化補償策略為調節變項
10. 高齡員工未來時間觀、選擇、最適化與補償模式 對持續工作動機之研究— 跨層次探討高齡相關人力資源措施的調節式效果
11. 未來時間觀與工作動機關聯性之探討─以適用中高齡人力資源管理措施為調節變項
12. 中高齡員工年齡、未來時間觀與工作動機之關聯性研究— 目標導向的調節式中介效果之檢驗
13. 說與不說的背後真相?未來時間觀對調節焦點、意見表達行為之影響:知覺心理安全氛圍之調節效果
14. 中高齡工作者未來時間觀對持續工作及工作成長動機之影響-以適用中高齡人力資源管理措施為調節
15. 中高齡員工年齡與工作動機之關聯性探討─以人力資源管理措施滿意度為調節變項
 
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